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Cell Phones and Whack-A-Mole
Whenever someone mentions their struggle in keeping young people from using cell phones on the job, I think of the arcade game Whack-A-Mole. That’s the game where you’re supposed to whack the moles’ heads as they pop up from different places on the board with a big rubber mallet. The more you whack the higher your score. But when the game is over, what are you left with? Just a bunch of meaningless points. Managers who spend time trying to ferret out the cell phone abusers end up playing the same meaningless game.
Sure, there are exceptions to this rule. Front-line service people, bank tellers, restaurant servers and the like should refrain from talking or texting when in those positions. No customer wants to wait while a conversation is concluded. (Of course customers should not do it to those in service positions either.) But outside of these situations and a few safety related environments, one has to wonder about why so many managers find it irritating to see members of their staff talking or texting. Increasingly, work has migrated away from a focus on task and toward a focus on outcome. If I am able to do my job effectively and send a few personal texts during the day, where’s the harm? Besides, more and more of business is conducted using these devices. Most of those who complain about this are Baby Boomers who seem to conveniently forget the hours they have spent over the years socializing around the water cooler and other such places. So why not focus on the outcome and overall productivity?
Will a few people abuse the opportunity? They always do. There are the people who constantly jump out of their seats during meetings to answer the urgent but not important call. Then there are the people who truly believe that they can carry on two or three conversations at the same time without be rude to someone. But if you set clear expectations, maintain vigilance in evaluating everyone’s performance, those who are lacking will stand out. Simply confronting them with these issues will force them to put down the cell phone and get to work. If this doesn’t happen, they’re sealing their own fate. So if you’re playing Whack-A-Mole with cell phones on the job, remember these three things:
- The moles are always going to win.
- The outcome is more important than the task.
- Stop socializing on the job yourself, lest the moles attack you as a hypocrite.
6. Before going anywhere, you ask whether there is parking.
5. You buy t-shirts without anything written on them.
4. The benefits of a pension plan become clear.
3. You find yourself saying “In my day…”
2. You wish you had a shed.
1. You have a shed.
Case Study
I work in the jewelry industry which has traditionally had a dress code of total professionalism…suits and such. How do the generations differ in their views on dress codes? It seems as though this industry is lacking in the younger male sales associate…could it be the generation?
The short answer, I suspect, is “Yes.” But let’s explore the context a little. There is certainly something to be said for the professional dress code you maintain. Of course, the jeans-wearing professionals in many industries today outnumber those in coat and tie. While no one expects the jewelry industry to go that far, you might want to examine the effect this strict dress code is having on both recruiting and sales. Considering the merchandise you and your colleagues handle daily, it is reasonable to assume that you would maintain a higher standard than the local tee-shirt shop. At the same time, your younger clientele, and arguably applicant pool, spend the majority of their time in casual attire. Recruiting begins with perception. If you are to attract young male or female associates, you need to keep in mind what they might be thinking when they see the jewelry counter staffed by individuals wearing their Sunday best. Some may find it a refreshing departure from today’s informality, but many may find it stiff and uninviting. This will require a rethinking on the part of management to balance what is acceptable on the sales floor with the need to attract competent young salespeople who can see themselves in the position. I recognize that you will probably experience some resistance in making this kind of change. I would begin by surveying the leading young associates in your stores and those you may recruit on college campuses. Ask them about their perceptions on the situation and what strategies they would use to attract and connect with their peers. You can also benchmark against other large retails selling higher dollar items and see what works for them. That way you’ll have some clear data when arguing your case before those making the ultimate decision. This obviously won’t happen overnight. But the longer you wait, the more young perceptions may be fixed.
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February 2010
Issue 112
This Month's Special
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Get A Clue About
The Next Generation of Leaders!
$99.95
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Nearly 85% of Millennials say that they support interracial marriage within their families.
- PewResearchCenter, Feb 2010.
Resources
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Are Your Young People Bringing Their A Game?
Eric Chester, my good friend, colleague and president of Generation Why, has just introduced a dynamite new effort called The A Game. This national workplace initiative is designed to instill work ethic in teens and young adults by working with schools, employers, workforce centers, and parents.
We hear from supervisors every week about the struggles they face in managing and motivating many of those 25 and younger.
This exciting new concept is a great way to teach the keys to work that young workers need to embrace. If you’re a parent, get your kids involved. If you're an educator, get your school involved. If you’re an employer, provide this program as a part of orientation and ensure that your people are a leg up on the competition.
On top of all this, you get a discount if you order through us. Click here and use code 80014RW to receive 20% off on all components. This thing is so good, I’m kicking myself for not thinking of it first!
Bob Wendover
Robert W. Wendover, CSP, is Director of The Center for Generational Studies which has been assisting organizations with their workforce talent transitions for more than 20 years. For more information about Bob, review his bio. To book Bob or one of the Center's speakers for your next event, review our presentations or contact us.
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